A New Way to Work

Success and change without burnout by Dr. Geri Puleo

Archive for the tag “Trust”

We Are The Stuff on Which Our Minds Are Set

User's Guide - How I will get it

Throughout the ages, sages have advised us to monitor our thoughts — because they determine what we do and how we respond, which in turn determines the life that we experience.

So, what are YOU thinking about today?

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, keynote speaker, blogger, career coach, university professor, and researcher, you can see her “in action” in her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  For more tips and ideas, please subscribe to her weekly “Success @ Work” eNewsletter at https://drgeripuleo.lpages.co/success-work-opt-in-page.  To contact Dr. Puleo, please go to www.gapuleo.com

Developing Charisma: Why It’s a Skill That Can Be Learned

Charisma in front of crowd

What IS charisma?  Is it an innate personality trait – or is it a skill that can be learned?  Does charisma require you to be an extrovert – or can “shy” people be charismatic, too?  Finally, is it really important in business today?

Although charisma can be difficult to define, this definition takes charisma out of the realm of personality traits:

Charisma is the ability to inspire and motivate people
to do MORE than they would normally do
DESPITE obstacles and personal sacrifice. 

Charisma, therefore, is more than simply motivating someone to do something that they would have done without your influence.

Charisma brings others out of their shells and builds their self-confidence.

Charisma addresses the head and the heart of other people so that they will perceive regardless of the obstacles they may face or the personal sacrifices that may be demanded of them.

The 8 Characteristics of Charismatic Leaders

In the modern workplace of flattened organizational hierarchies, cross-functional leadership with or without a formal title has become an important criteria for an organization to survive.  While it cannot be denied that some people may have a more innate talent to be charismatic, charisma can be learned.

Surprised that something as ineffable as “charisma” can be a learned skill?  Once you understand the 8 characteristics that define charismatic leaders, you’ll be better able to inspire others to commit wholeheartedly to your vision.

  1. Appeal to BOTH the heart and the mind.  One reason why leaders are often not perceived as being charismatic occurs when they focus exclusively on charts, graphs, and metrics.  While important, such quantitative items do not inspire creativity in others.  Story-telling has become a popular tool to entwine the quantitative outcomes with more esoteric and heartfelt reasons to achieve those outcomes.
  2. Have passion for the work. A leader will never be charismatic if they are lackadaisical about what they do and why they are doing it.  Passion does not necessarily mean emotional fits or grand verbosity; passion can also be equated with focus and commitment to an outcome as well as its overall importance.
  3. Create an atmosphere of change. Charismatic leaders rarely maintain the status quo.  They are visionaries who can see opportunities (often before others) and then have the courage to take the necessary actions to move forward toward their achievement.  This requires being comfortable with change – but remember that change does NOT have to be chaos.
  4. Communicate in a clear, compelling way. Once again, charismatic leaders inspire others by appealing to both their hearts and minds.  This requires the ability to describe complex ideas or goals in a way that is simple but still addresses the curiosity and creativity of others.  There’s nothing worse than a leader who appeals to the hearts of followers through a powerful vision – but then leaves them without the means or strategy to attain it.
  5. Have abiding faith in the vision. Closely aligned with passion, charismatic leaders will go over, under, or through obstacles in order to achieve their goals.  Obstacles are viewed as bumps in the road rather than derailing road blocks.  This level of certainty and confidence inspires others to also move outside their comfort zones and take risks.
  6. May be unconventional. Although not necessary, charismatic leaders usually have some type of mannerism or communication style that separates them from others.  While not absolutely essential, being somewhat unconventional is often equated with creative, outside the box thinking.  It doesn’t require charisma to have others do what they’ve always been doing.
  7. Foster trust by a willingness to incur personal risk. Charismatic leaders walk the talk.  In other words, they would never expect more from their followers than what they demand of themselves.  By confidently taking such risks, it inspires others to be a little more daring, too.
  8. Influence from personal power (not position power). Being promoted to the C-suite will not automatically create charisma in a leader.  In fact, a reliance on position power (or power that is attached to the job rather than the individual) is one of the best ways to lose charisma.  Personal power arises from being present in interactions with others and from confidently expressing and brainstorming ideas.  It’s more than just being liked by others:  it’s being viewed by others as someone whom they can trust.

So, do you still think that charisma is an innate personality trait – or are you now a little more open to the idea that charisma can be learned?  Just remember:  although inherently neutral, charisma is best used for noble and positive reasons – NOT as a method to sway people down nefarious routes.  (Think of Hitler’s passionate and charismatic speeches.)

But don’t be afraid of your own charisma in influencing others!  And remember that charismatic leaders are never “cookie cutter” clones.  Be brave in bringing your own exuberant uniqueness to the job!

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, keynote speaker, blogger, career coach, university professor, and researcher, you can see her “in action” in her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  For more tips and ideas, please subscribe to her weekly “Success @ Work” eNewsletter at https://drgeripuleo.lpages.co/success-work-opt-in-page.  To contact Dr. Puleo, please go to www.gapuleo.com

 

Workplace Compassion: What It Is, Why It’s Missing, and How It Contributes to Organizational Success

Compassion - Giving a hand up to another

Should we expect to find compassion in our workplaces – or should we check our emotions at the door in order to be more productive at work?   Is workplace compassion a “nice to have” bonus at work – or is it an organizational imperative for innovation and profitability?  According to recent research, compassion may be the key to innovation, learning, and adaptability in a constantly changing world.

Compassion:  What It Is (and Isn’t)

Compassion is defined as not only our caring response to another person’s suffering, but also to our attempts to help alleviate that suffering.  It is a hard-wired trait in humans – but one that many people feel is lacking in not only our personal relationships, but at work as well.

Workplace compassion is found in the interactions between employees.  It’s displayed in our willingness to help one another.  To understand that there might be reasons for a sudden change in performance.  To recognize that employees are human beings with lives outside of work.

In other words, compassion – whether it is in our personal or professional lives – is the resulting emotion of being conscious of another’s suffering or distress AND being willing to help them alleviate it.

Compassion is, therefore, not just a feeling but also an action.

And, according to many researchers, compassion can be learned.

Why Compassion Is Missing in Most Workplaces

In general, there are three causes that deter compassion in the workplace:

  1. The belief that professional and personal lives should be kept separate.
  2. The fear of appearing vulnerable and weak.
  3. The confusion surrounding how to offer support.

There is a long-held belief that emotions should be “left at the door” when we enter the workplace.  Whatever is going on in our personal lives should be compartmentalized in order to be “dealt with” when we leave work.

That may have worked when most of us worked a standard 40-hour work week and were essentially unreachable outside the office or work site.  But all that changed with the onset of technology.

While technology has been a great boon to many businesses and its workers, it has come with a price:  the 24/7 eLeash.  Today we are constantly accessible at any time of the day or night by email, text messaging, or even the “old-fashioned” phone call.  Workers often are unable to resist the technological call even if they are on vacation or celebrating a holiday with their families; some workers will “check in” even if they are hospitalized (but still conscious).

Because compassion requires the conscious acknowledgement of another person’s pain or suffering, it requires an emotional vulnerability that many workers are afraid to display in professional situations.

But this lack of compassion has deleterious consequences.  The employee who is attempting to balance a heavy workload with a family health crisis might be afraid to ask for help due to fears of being labeled as someone who “can’t handle” the demands of the job.  The resulting high stress levels negatively affect not only their performance, but also their emotional well-being and physical health.

Similarly, the manager who has excelled throughout his career may fear being labeled as “weak” if he responds compassionately (rather than autocratically or “by the book”) to a coworker’s need for some scheduling flexibility due to child demands from a recent divorce.  After all, wouldn’t this “softness” be transmitted through the office grapevine – with the result that he will be “taken advantage of” in the future?

If employees fear asking for some organizational help (or a little “slack”) when they are experiencing major challenges or changes, then they are more likely to become disengaged, unproductive, and burned out.

While the lack of workplace compassion is most frequently viewed as occurring between managers and their subordinates, it is also lacking in the interactions between colleagues and peers.

If the workplace culture is characterized by an obsessive compulsion to “win” and an aversion to “loss,” then employees tend to view providing any kind of compassionate assistance to their coworkers as an action that could undermine their personal ability to succeed.  In such an environment, even authentic offers to help may be viewed with suspicion:  what do they really want in exchange for this help?

Regardless of their formal structure of the workplace relationship, many people are uncomfortable when they are faced with someone who is hurting, in pain, or in desperate need.  How to offer support becomes a tricky undertaking:  would my offer to help make them feel that they are somehow inferior or then feel “bad” about themselves?

How Workplace Compassion Contributes to Organizational Success   

Displaying compassion to our fellow workers, subordinates, and managers requires an acceptance of our innate humanity.  In other words, compassion brings the “human” back into the workplace.

But compassion is not just a “feel good” workplace characteristic.  According to Worline and Dutton (2017), “compassion matters for competitive advantage.”

In an age in which innovation, collaboration, client customization, and adaptability are critical to organizational sustainability, there is an urgent demand for “bigger, better, and faster” – regardless of the goals’ reasonableness or achievability.  As burnout runs rampant in many organizations and employees choose to leave their employers (rather than continuously strive toward the achievement of these unreasonable demands), organizations must rethink their attitudes toward urgency.

Urgency was first touted as a way to create an adrenaline rush in employees so that they could work tirelessly toward the completion of tasks that were critical to organizational success.  But urgency and adrenaline are only healthy and sustainable in short doses; prolonged periods of urgent action that are not balanced with periods of respite and reward create not only burnout, but also emotional and physical health problem.

In other words, if everything is urgent…then nothing really is.

By instead rethinking organizational policies and processes in terms of their level of compassion toward workers, companies can reap the benefits of an engaged, energized, and loyal workforce.

I’m not kidding:  adding compassion as a criteria for policies and procedures has measurable benefits:

  • In a study by Jonathan Haidt of New York University, leaders who interacted with their subordinates in ways that were perceived as fair and self-sacrificing were rewarded with employees who were more loyal, committed, and collaborative in working to find solutions to problems.
  • Fowler and Christakis found that generous, compassionate, and kind actions created a chain reaction in workplaces – thus creating a cultural change toward compassion.
  • In a 2012 study published in BMC Public Health, compassionate acts built bonds between workers – which led to decreased stress levels and greater productivity.

Workplace compassion creates a culture of cooperation and trust.  Rather than a culture of competition, organizational cultures that exhibit and support compassion tend to have lower health care utilization rates, greater employee engagement, less turnover, and a culture of trust that supports learning and innovation.  (I told you I wasn’t kidding.)

5 Tips to Building Workplace Compassion

While I firmly believe that every employee desires to be treated compassionately at work, I also recognize that there are many hurdles to building a culture of compassion.

Based on my research, I have identified five simple ways that organizational leaders and individual employees can approach their work with a sense of compassion:

Tip #1:  Don’t respond based on implicit assumptions.  Bias is well-researched in the protected classes (e.g., gender, race, religion, etc.), but is infrequently acknowledged in the areas of human behavior.  While everyone has implicit biases through which we appraise the behaviors of others, it is important to step outside of these biases in order to see another’s perspective of the challenging situation.

Tip #2:  Be present and authentic.  Compassion should be given freely.  This is accomplished by becoming present in the moment – taking the time to see and listen to the people with whom you are engaged.  In other words, get out of your head and open your heart.

Tip #3:  Encourage employee conversations about non-work activities.  When employees are encouraged to socialize with one another, it provides greater insights into their motivations, fears, and aspirations.  When sharing such information, it can build trust and encourage a greater proclivity to help and support each other.  (NOTE:  Be patient with such sharing activities and NEVER force someone to share more than what they are comfortable with.)

Tip #4:  Create organizational initiatives that encourage employees helping each other.  Organizations that have a strong sense of community involvement may have an advantage in building a compassionate, collaborative culture – but don’t focus exclusively outside the organization.  Perhaps create an initiative that allows employees to provide assistance to other employees who might be in need.  For example, a fund which allows workers to donate their unused time off or make a financial donation to help a coworker.

Tip #5:  Recognize when employees act compassionately and help each other.  Formal recognition (e.g., awards, events) as well as informal “thank you’s” or even the offer to get an overworked colleague a much-needed cup of coffee are powerful ways to reinforce the importance that an organization places on compassionate activities in the workplace.

We humans are wired to empathize – which is an important aspect of compassion.  We’re wired to experience a visceral, emotional response to another’s suffering.  But compassion is more than empathy:  it is also the active response to help alleviate that suffering.

Additionally, compassionate action not only helps someone else who is in need but also makes us feel better and more hopeful.  Acting compassionately is a win-win.

So, even though pain may be an inevitable part of life, our feelings of suffering are not.  Compassion is what makes us human – and it’s a necessity in all of our lives.  Since we spend the majority of our time at work, we need compassion in our daily existence.  And it is through acts of compassion that companies can embrace the humanity of its workforce and harness the power of its only nondupulicatable competitive advantage:  its human resources.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, keynote speaker, blogger, career coach, university professor, and researcher, you can see her “in action,” watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  For more tips and ideas, please subscribe to her weekly “Success @ Work” eNewsletter at https://drgeripuleo.lpages.co/success-work-opt-in-page.  To contact Dr. Puleo, please go to www.gapuleo.com

 

 

6 Cultural Characteristics of Innovative Companies (Infographic)

INFOGRAPHIC - 6 Cultural Characteristics of Innovative Companies

Innovation in business is defined as moving forward by implementing new, more effective processes, products, and ideas.  But such innovation cannot simply be demanded by organizational leaders.  The employees charged with the duty to innovate must be motivated and empowered to do so.  Unfortunately, that’s where many of the challenges of innovation emerge.

Employees will only unleash their creativity in the pursuit of more innovative business ideas IF the organizational culture fully supports their efforts.

There are 6 cultural characteristics that define an innovative company:

  1. Trust
  2. Integrity
  3. Respect
  4. Humility
  5. Faith
  6. Hope

But how do you encourage, support, and reinforce these cultural values throughout the workforce?

I have created an infographic to help.  This infographic not only defines each of these cultural characteristics, but also provides quick tips to introduce and sustain them within the workplace. Although I’ve included it in this post, you can download the pdf by clicking here.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, keynote speaker, blogger, career coach, university professor, and researcher, you can see her “in action” in her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  For more tips and ideas, please subscribe to her weekly “Success @ Work” eNewsletter at https://drgeripuleo.lpages.co/success-work-opt-in-page.  To contact Dr. Puleo, please go to www.gapuleo.com

I Win…You Lose: How Politics and Sabotage Create Burnout

This is video #7 in a 10-part series focusing on the 10 ways that organizations burn out employees. I’ll discuss how environments that condone (or encourage) politics can lead to sabotage and employee burnout — plus I’ll provide tips on how to prevent it from happening in your workplace.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, blogger, career coach, university professor, and researcher, you can see her “in action,” watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  To contact Dr. Puleo, please go to www.gapuleo.com

Do As I Say! How Poor Leadership Creates Burnout

This is video #5 in a 10-part series focusing on the 10 ways that organizations burn out employees.  I’ll discuss how poor leadership leads to employee burnout and give tips on how to build relationships with employees and increase engagement.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, blogger, career coach, university professor, and researcher, you can see her “in action,” watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  To contact Dr. Puleo, please go to www.gapuleo.com

Where Are We Going? How a Lack of Vision or Direction Creates Employee Burnout (Video)

This is video #1 in a 10-part series focusing on the 10 ways that organizations burn out employees. Dr. Geri Puleo discusses how the lack of an organizational vision or direction leads to employee burnout plus provides tips on creating a compelling organizational vision and establishing the path to achieve it.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, blogger, career coach, university professor, and researcher, you can see her “in action,” watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  To contact Dr. Puleo, please go to www.gapuleo.com

Don’t Promise What You Can’t (or Won’t) Deliver

Swear with fingers crossed

“Losers make promises they often break.  Winners make commitments they always keep.”  This quote by Denis Waitley, a well respected success coach and author, provides valuable insight into the modern workplace.

Trust and promises go hand-in-hand.

We’ve all had promises broken by our bosses, coworkers, colleagues,…and ourselves.  While many times there were very good reasons why we couldn’t follow through on what we promised to do, I sometimes wonder whether we focus too much on the reasons behind the broken promise, rather than the effects that our broken promises have on others.

When someone breaks a promise to us, there is often a shift in the relationship.  Depending on the ramifications of that broken promise in our lives, it can destroy the level of trust that may have taken years to establish.  If the business relationship is new, it may cause us to be more cautious in our future dealings with both that individual and others as well.

We need to believe that what people tell us is the truth.  How many times have you depended on another’s person’s commitment to action in developing your own timeline, action plan, or financial decisions?  In this situation, our own personal integrity might have been put to the test because we’ve made promises to others that were contingent upon someone else’s promise to complete a task at a given time.  In such situations, it is not surprising that tempers flare and skepticism infuses future dealings with that person.

The effects of broken promises vary:

  • Is it the first time that a promise has been broken?  Many people will allow a second chance.
  • Was it a “soft” deadline with few ramifications?  Many people will let it go and not let it affect future dealings with that person.
  • Was it just one more incidence of someone failing to live up to what they promised?  In these situations, it might be healthier for both parties to redefine the psychological contract (or expectations) within this relationship.
  • Finally, was the broken promise the inadvertent result of other events that affected the person’s ability to do what they said that they would do – or did that person intentionally commit to something they knew that they could not or would not do?  Broken promises and intentional deceit are two very different situations that require very different responses.

In conversations with colleagues, it appears that trust in the workplace is at an all-time low.  The list of broken promises in the workplace can be found in missed deadlines, subpar performance, and withheld resources.

Puleo’s Pointers:  Some Things to Remember When Making Promises     

Care should be taken when making promises.  If there is any doubt about our ability to deliver, then that needs to be stated directly and initially.  In this way, the person who is relying on us to “make good” on our promise is forewarned and can decide whether or not to depend on us to take these actions.

But even if he or she is forewarned, that does not give us the option to not follow through on what we promised.  A promise is a commitment that needs to be honored.

However, stuff does happen.  If circumstances lead to a broken promise, then it is critical to notify the person who is depending upon us immediately.  Delay – for whatever reason – is never viewed positively.  Also, diligently try to find an alternative to your inability to do the task.

Instead of focusing on the litany of events that led to the broken promise, acknowledge that we failed to do what we said we were going to do and not only apologize, but also empathize.  Simply acknowledging our mistake, recognizing the inconvenience that it is causing the other person, and offering another option can take some of the sting out of the broken promise.

Above all, commit to meeting any promises made to that person in the future.  After a promise has been broken, there has been a withdrawal from the emotional bank account that we share with this person.  Meeting future promises helps to rebuild bridges, strengthen the relationship, and move forward.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, keynote speaker, blogger, career coach, university professor, and researcher, you can see her “in action” in her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  For more tips and ideas, please subscribe to her weekly “Success @ Work” eNewsletter at https://drgeripuleo.lpages.co/success-work-opt-in-page.  To contact Dr. Puleo, please go to www.gapuleo.com

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